Question 1

Reliability refers to the extent to which a test:

Accepted Answer

A) Gives the same profile on a repeated basis in the same condition 
B) Measures what it is supposed to be measuring 
C) Is understood by the subject 
D) Is in line with the reasons motivating the subject to take the test 
A) Gives the same profile on a repeated basis in the same condition 
B) Measures what it is supposed to be measuring 
C) Is understood by the subject 
D) Is in line with the reasons motivating the subject to take the test A

Question 2

Within psychological testing, one can distinguish:

Accepted Answer

A) Intelligence tests, aptitude and achievement tests, and personality tests 
B) General intelligence tests and emotional intelligence tests 
C) Personality tests and aptitude tests 
D) General intelligence tests, specific intelligence tests, achievement tests, and personal-ity tests 
A) Intelligence tests, aptitude and achievement tests, and personality tests 
B) General intelligence tests and emotional intelligence tests 
C) Personality tests and aptitude tests 
D) General intelligence tests, specific intelligence tests, achievement tests, and personal-ity tests A

Question 3

In the biodata approach:

Accepted Answer

A) Candidates are selected on the basis of information such as age, previous develop-ment, education, training, and personal history 
B) Candidates are selected on the basis of both psychometric and biometric information 
C) Candidates provide information on their physical condition 
D) Peers and colleagues provide information on the candidate 
A) Candidates are selected on the basis of information such as age, previous develop-ment, education, training, and personal history 
B) Candidates are selected on the basis of both psychometric and biometric information 
C) Candidates provide information on their physical condition 
D) Peers and colleagues provide information on the candidate A

Question 4

A good measuring instrument:

Accepted Answer

A) Should be both reliable and valid 
B) Should be either reliable or valid 
C) Must be valid and may be reliable 
D) Must be reliable and may be valid 
A) Should be both reliable and valid 
B) Should be either reliable or valid 
C) Must be valid and may be reliable 
D) Must be reliable and may be valid

Question 5

A multi-rater system, in which ratings of several people who are familiar with the employee's performance are used, is also described as:

Accepted Answer

A) Peer rating 
B) Circular appraisal 
C) 360-degree feedback 
D) The objective judgement quotient method 
A) Peer rating 
B) Circular appraisal 
C) 360-degree feedback 
D) The objective judgement quotient method

Question 6

Validity refers to the extent to which a test:

Accepted Answer

A) Contributes to the overall assessment of a subject 
B) Gives the same profile on a repeated basis in the same condition 
C) Measures what it is supposed to be measuring 
D) Is free from items that are hard to understand 
A) Contributes to the overall assessment of a subject 
B) Gives the same profile on a repeated basis in the same condition 
C) Measures what it is supposed to be measuring 
D) Is free from items that are hard to understand

Question 7

When evaluators show a tendency to rate performance at a consistently high level amounting to overstatement, this is called:

Accepted Answer

A) Extremity 
B) Severity 
C) Leniency 
D) Central tendency 
A) Extremity 
B) Severity 
C) Leniency 
D) Central tendency

Question 8

The tendency to treat all applicants alike and to provide them with an equal oppor-tunity to gain employment is referred to as:

Accepted Answer

A) Egalitarianism 
B) Construct validity 
C) Equality 
D) Fairness 
A) Egalitarianism 
B) Construct validity 
C) Equality 
D) Fairness

Question 9

One way to prevent subjects from faking in personality tests is:

Accepted Answer

A) Putting the subject under time pressure 
B) Observing the subject 
C) Administering the test on a computer 
D) Introducing lie scales 
A) Putting the subject under time pressure 
B) Observing the subject 
C) Administering the test on a computer 
D) Introducing lie scales

Question 10

When evaluators place special emphasis on the qualities of the person appraised that resemble those seen in themselves, this is called:

Accepted Answer

A) Similarity error 
B) Timing error 
C) Leniency 
D) Self-centred tendency 
A) Similarity error 
B) Timing error 
C) Leniency 
D) Self-centred tendency

Question 11

Psychometric tests that can be used in personnel selection to predict performance are:

Accepted Answer

A) Integrity tests 
B) Personality tests 
C) Cognitive tests 
D) All of these 
A) Integrity tests 
B) Personality tests 
C) Cognitive tests 
D) All of these

Question 12

Which of the following is not considered an emergent trend in selection?

Accepted Answer

A) Emphasize the individual-organizational culture fit, not just the job-person fit 
B) Arrest the growth of the use of the Internet in selection 
C) Make greater use of computer-based systems for job analysis, profiling, etc. 
D) Guard against the potential for adverse impact 
A) Emphasize the individual-organizational culture fit, not just the job-person fit 
B) Arrest the growth of the use of the Internet in selection 
C) Make greater use of computer-based systems for job analysis, profiling, etc. 
D) Guard against the potential for adverse impact

Question 13

The strength of the relationship between the predictor and the criterion is called:

Accepted Answer

A) Face validity 
B) Criterion-related validity 
C) Content validity 
D) Predictive validity 
A) Face validity 
B) Criterion-related validity 
C) Content validity 
D) Predictive validity

Question 14

If an employee's performance is evaluated by more than one evaluator, the process is referred to as:

Accepted Answer

A) Inter-rater reliability 
B) Test-retest reliability 
C) Split-half reliability 
D) Consistent reliability 
A) Inter-rater reliability 
B) Test-retest reliability 
C) Split-half reliability 
D) Consistent reliability

Question 15

Which of the following issues are sometimes problematic with appraisal?

Accepted Answer

A) Discriminant validity 
B) Validity 
C) Reliability 
D) All of these 
A) Discriminant validity 
B) Validity 
C) Reliability 
D) All of these

Question 16

Which of the following could serve as a source for job analysis?

Accepted Answer

A) Direct observation 
B) Job holder's reports 
C) Colleagues' reports 
D) All of these 
A) Direct observation 
B) Job holder's reports 
C) Colleagues' reports 
D) All of these

Question 17

Third-generation assessment centres:

Accepted Answer

A) Are comparable to work sample tests 
B) Are used solely for assessment purposes 
C) Form part of a larger, performance-enhancing process 
D) None of these 
A) Are comparable to work sample tests 
B) Are used solely for assessment purposes 
C) Form part of a larger, performance-enhancing process 
D) None of these

Question 18

When an evaluator has the tendency to allow an assessment of an individual on one trait to influence his or her evaluation of that person on other criteria, this is called:

Accepted Answer

A) Central tendency 
B) Severity 
C) Similarity error 
D) Halo error 
A) Central tendency 
B) Severity 
C) Similarity error 
D) Halo error

Question 19

Which of the following is not an advantage of personality tests?

Accepted Answer

A) Tests are fair because they prevent corruption 
B) Tests enable a comparison of people on the same criteria 
C) Test questions cannot be misread by subjects 
D) Tests are comprehensive and embrace the basic features of personality 
A) Tests are fair because they prevent corruption 
B) Tests enable a comparison of people on the same criteria 
C) Test questions cannot be misread by subjects 
D) Tests are comprehensive and embrace the basic features of personality

Question 20

Polygraphy refers to:

Accepted Answer

A) Handwriting analysis 
B) The use of a lie detector 
C) A combination of handwriting analysis and telephone screening 
D) The construction of a candidate profile using multiple sources such as peers, col-leagues, and references 
A) Handwriting analysis 
B) The use of a lie detector 
C) A combination of handwriting analysis and telephone screening 
D) The construction of a candidate profile using multiple sources such as peers, col-leagues, and references

Reliability refers to the extent to which a test:

Within psychological testing, one can distinguish:

In the biodata approach:

A good measuring instrument:

A multi-rater system, in which ratings of several people who are familiar with the employee's performance are used, is also described as:

Validity refers to the extent to which a test:

When evaluators show a tendency to rate performance at a consistently high level amounting to overstatement, this is called:

The tendency to treat all applicants alike and to provide them with an equal oppor-tunity to gain employment is referred to as:

One way to prevent subjects from faking in personality tests is:

When evaluators place special emphasis on the qualities of the person appraised that resemble those seen in themselves, this is called:

Psychometric tests that can be used in personnel selection to predict performance are:

Which of the following is not considered an emergent trend in selection?

The strength of the relationship between the predictor and the criterion is called:

If an employee's performance is evaluated by more than one evaluator, the process is referred to as:

Which of the following issues are sometimes problematic with appraisal?

Which of the following could serve as a source for job analysis?

Third-generation assessment centres:

When an evaluator has the tendency to allow an assessment of an individual on one trait to influence his or her evaluation of that person on other criteria, this is called:

Which of the following is not an advantage of personality tests?

Polygraphy refers to:

Historical Influences and Research Methodology

Personality and Intelligence

Motivation, Job Design, and Extrinsic Rewards

Perception and Communication

Learning, Memory, and Training

Individual Decision Making and Creativity

Attitudes, Values, Job Satisfaction, and Commitment

Groups

Team Building

Leadership and Management Style

Power, Politics, and Conflict

Organizational Structure and Design

Organizational Culture

Organizational Change and Development

Health and Work: Stress

Filters

Exam 3: Psychological Testing, Selection, and Appraisal

Reliability refers to the extent to which a test:

Within psychological testing, one can distinguish:

In the biodata approach:

A good measuring instrument:

A multi-rater system, in which ratings of several people who are familiar with the employee's performance are used, is also described as:

Validity refers to the extent to which a test:

When evaluators show a tendency to rate performance at a consistently high level amounting to overstatement, this is called:

The tendency to treat all applicants alike and to provide them with an equal oppor-tunity to gain employment is referred to as:

One way to prevent subjects from faking in personality tests is:

When evaluators place special emphasis on the qualities of the person appraised that resemble those seen in themselves, this is called:

Psychometric tests that can be used in personnel selection to predict performance are:

Which of the following is not considered an emergent trend in selection?

The strength of the relationship between the predictor and the criterion is called:

If an employee's performance is evaluated by more than one evaluator, the process is referred to as:

Which of the following issues are sometimes problematic with appraisal?

Which of the following could serve as a source for job analysis?

Third-generation assessment centres:

When an evaluator has the tendency to allow an assessment of an individual on one trait to influence his or her evaluation of that person on other criteria, this is called:

Which of the following is not an advantage of personality tests?

Polygraphy refers to:

Historical Influences and Research Methodology

Personality and Intelligence

Motivation, Job Design, and Extrinsic Rewards

Perception and Communication

Learning, Memory, and Training

Individual Decision Making and Creativity

Attitudes, Values, Job Satisfaction, and Commitment

Groups

Team Building

Leadership and Management Style

Power, Politics, and Conflict

Organizational Structure and Design

Organizational Culture

Organizational Change and Development

Health and Work: Stress

Filters